The Relevance of Conferences and Job Fairs as Recruiting Tools

I was recently assigned to attend the AACN/NTI Conference in Orlando, FL as an exhibitor for my company in the career opportunity section. I love attending these things as personally I enjoy meeting all the new people. In addition it’s a bit like a family reunion, meeting up with many of the other recruiters I know from around the nation (and will hopefully see at IMAGE in July). However, while handing out the high volume of kitschy give-aways, I also had time to think about the effectiveness of attending such conferences. The main question for ROI that used to be asked was regarding how many hires came as a result of our presence. I have long given up on that one. Many companies now require applicants to go online prior to being considered for any positions and there are other assessments to be considered as well. The conferences are not a place to conduct interviews or do any hiring. Rather they are to get the word out as to who we are and conjure interest in our organizations. That’s certainly a paradigm shift, but still makes attending the conferences worthwhile, though the results (as in hires) may not be seen for some time. I wonder what others thoughts are on attending the conferences, both national and those on a more local basis. Do you find them valuable?

posted by Derek Cunningham, PHR, CHCR

Keeping in Touch

It’s that time of the year again. I was reminded of this when I received my membership renewal notice from NAHCR. This will be my 2^nd year of membership in the association. Whatever your specialty or area of practice in the health care industry, it’s a fact that professional memberships need to be renewed. It’s the same approach with our business relationships. We keep in touch to remind our colleagues that we are here and still involved.
         
The same premise extends to our personal lives. We call, text, email, skype, yahoo, facebook, tweet or google talk our family and relatives as we try to keep up with our busy lives. Touching base seems like a mundane matter but it is what binds us. It reminds us that small things do matter in the bigger cycle of life. Be it in the workplace or our daily lives, the drive to keep in touch takes up a good portion of our time. And time is a commodity that does not have a rewind button. Once you have said something, emailed or published it, the deed cannot be undone. Once it’s out there some information takes on a life of its own and is no longer yours to keep. It is the same way with our professional lives. Once you disseminate information or inform an applicant as to why she/he was not selected for the position, what has been said can no longer be deleted, recalled or removed. That’s why staying in touch with my professional association keeps me informed and grounded. So yes, I will be renewing my membership in NAHCR. And by all means I will continue to keep in touch with my friends, family and colleagues.

Belinda Rosales, RN, MSA, CHCR
NAHCR Social Media Committee Member

How Did I Get Here and What Do I Do Now?

Did I ever see myself working in human resources? The honest answer is no. As a registered nurse, I expected to be in the clinical setting throughout my career. My current position became available at a time when family responsibilities required a shift in roles. Suddenly, I found myself sitting on the opposite side of the interview table more nervous than the candidate in my office.

As a clinician, the recruitment field was a whole new ballgame. It was necessary to create new relationships and quickly identify leaders and role models within the profession. One familiar tool from nursing that I sought out was professional association membership. The Greater New York Association of Health Care Recruiters was a goldmine of recruitment experience and leadership. In any new role, mentorship is vital to success and retention. Attending meetings introduced me to experienced recruiters, hot topics in the profession, employment trends and ultimately introduced me to membership in NAHCR. This opened my eyes to opportunities for advancement and the true impact of professional recruitment on our nation’s health care system.

This spontaneous career move has altered my future aspirations immensely. I have not only developed my recruitment skills but identified a new passion for career coaching and education. I have found that many of my NAHCR colleagues also made unexpected ventures into recruitment but found a niche and a passion that has lasted for years. This camaraderie and support was instrumental for success at the start of my recruitment career.

What was your most valuable support as a new recruiter? How will you pay it forward?

Melissa Marrero RN-BC, BSN

Employment grows solidly for third straight month

Bring on the Madness

I love college basketball, and this next month is what is also dubbed “March Madness.” This is the playoff tournament where an annual champion is crowned and the intensity is at its peak. There are upsets galore and things happen that are unexpected. For some, the excitement is too much or they just don’t get it, and for others still they thrive on it.

In recruitment, February and March are often peak times for hiring (as in some cases the fall season). Disclaimer: Not every year is the same and not every healthcare system holds the exact same patterns. It’s a new year and early enough before departments worry too much about going over their budget. Also many candidates look to this time to find a job so they can prepare to move as we approach summer. During this time, stress for recruiters can be high as the demands to hire people quickly and in large numbers hits its climax for the year. For some, it makes them wonder if they should remain working in the profession or question if they signed up for this when they started in recruitment. For others, they thrive on it. It’s the action that they like and enjoy the fact that there’s never a dull moment. While the hiring increases, so does the number of unexpected events. This could be hiring for positions we haven’t worked on before, people not passing their backgrounds/physicals, or other things that make for stories we can share over the years.

I prefer the intensity and opportunity to do some creative thinking. The hectic pace and zany circumstances may not be everyone’s cup of tea, but it’s also just a part of the “Madness.” Have you noticed this is the case at your organization, and if so do you look forward to it or dread it?

-Derek Cunningham, PHR, CHCR-
Talent Manager
Scripps Health

“Now You See Me- Now You Don’t”

Picture this scenario: Your great candidate has arrived for his interview, and you escort him to the hiring manager’s office. The hiring manager opens the door with a puzzled look on her face and says “I don’t have an interview on my calendar today”. She continues, “It’s not a good time right now, so you need to re-schedule” and rushes off. This dialogue occurs in the presence of this excellent candidate that you have invested valuable time sourcing, screening, and selling on your great organization. Do you think he will re-schedule or will he just interview at another facility and potentially accept an offer there? We all know that you only get once chance to make a good impression. In this scenario, you may very well have lost this candidate (hence the title of this post).

As healthcare recruiters, a scenario like this is certainly not best practice. However; the unfortunate reality is that it does occasionally occur. I have had this experience in my recruitment career, and it was very awkward. Fortunately, I was able to do some service recovery in that situation, re-schedule the candidate, and ultimate make a hire.
Does anyone else have a similar experience to share?

Angela Pointer,
Nurse Recruiter- Duke University Hospital
NAHCR Social Media Committee Chair

Twesumes – what are they and will they work?

In 2011, 89% of companies used social networks for marketing, including NAHCR. Social media is clearly becoming a mainstay in the health care industry, especially for those recruiting for it.

Recruitment has come a long way from paper applications, mailed-in resumes, and having face time with each and every applicant we interviewed. As our world becomes more social media friendly, so does the world of the candidate.

Twitter users across the world have started using what has been dubbed a “twesume” – a resume in 140 characters or less. Twesumes are “flexible, living documents” that can change with you as you change tasks, change job titles, or even change career fields.

In the world of health care recruiting this can be revolutionary, even for the naysayers of social media. If a physical therapist or surgical nurse tweeted at your hospital or health care facility, “@HealthCareInstitution: 20-year OR nurse with 6 years in CVOR. Current ACLS, BLS, CVOR certifications. Excellent work history. Relocating to your area.” That candidate is no longer a name in a database – they are an active follower of your institution and have reached out to you in a very direct way.

Candidates who have not caught on to this trend yet can be encouraged to by your company. Tweet to your followers that you are having a twesume contest. Explain what a twesume is and see what valuable candidates you may have been missing.

Not everyone who drafts a resume knows how to best present themselves. By limiting the applicant to 140 characters or less, you are really getting to their skill set and what they want to be known. While this may not be a complete work history on the person contacting you, it does give you a place to begin a dialogue.

Health care recruiters can begin utilizing this avenue for recruitment before the trend really hits, and we will be on the forefront of this wonderful new recruiting tool.

Try it for your facility and post your results!